Paul Cronan

A detailed Summary of Paul Cronan

Paul Cronan Case - Ethical Analysis

This case involves a corporate response to AIDS in the workplace. The return to work of Paul Cronan, a person with AIDS, after a much-publicized lawsuit, led to a walkout of his coworkers. This case documents the circumstances, which preceded the work stoppage. Analyzing this case from Paul Cronan's supervisors point of view there are three main ethical issues to be considered: duty to protect the interests of the company, New England Telephone (NET); obligation to maintain the rights of the other employees; and duty to provide for the safety and privacy of Paul Cronan. There are ample examples throughout the reading to support identification of these three issues.

It is evident that there is substantial interaction between Cronan and his supervisors in the early stages of his illness. Cronan contacted his first boss, Charlie O'Brian, asking for permission to leave work for a doctors appointment on three occasions. Cronan disclosed his illness to O'Brian on the third attempt to leave early from work. On his return to work he was instructed by his boss to see the company doctor. Later he contacted O'Brian, asking to be put on medical leave. Months later when he was well enough to return to w

Such stereotypes are further reinforced by the fact that many people feel uncomfortable around people who are disabled. Because they have not taken the time to work through their own emotions, they do not know what to say to disabled people. Ignorance fosters feelings of insecurity, and the able-bodied end up revealing their own emotional handicaps. Because there are certain costs associated with employing disabled persons, such as health insurance premiums or special equipment and facilities, some firms have not hired them. This has meant a loss both to business and to society. Disabled people have lost dignity and the sense of worth that comes from making a contribution to society. Society has lost the economic and social contribution disabled workers could have made. Affirming the authenticity of the disabled does not mean that business must become a charity. It simply means that business should be equitable.

People with disabilities should be allowed to work and earn what their productivity will justify. If business would take the minimal step of hiring the disabled and paying them their worth, the overwhelming majority of the disabled would not only prove their worth economically but find their self-respect greatly enhanced. What is not equitable is to deny them access to the marketplace and force them to remain unproductive. As a member of the community and society and a representative of the company the supervisor has a duty to help prevent the spread of HIV and help to position NET as a concerned and responsible business. The supervisor has a duty to employees to avoid fear and workplace disruption. The positive actions of the supervisor can also help the company which has a duty to shareholders to control healthcare costs and to avoid litigation. These can be accomplished with a specific policy concerning HIV and AIDS. The supervisor's approach is to use existing policies to !

Individual rights are the best reason to limit the free market system with the application of anti-discrimination practices. As is stated in the text, every person has a moral right to be treated as a free equal person by other people and to treat others as equal to themselves. Discrimination is based on the belief that one group is inferior to others groups and thus are less worthy and less competent. It also means that the discriminated group is at an economic disadvantage to other groups. Neither the supervisor nor the company can afford to look the other way and allow discrimination and harassment tactics to exist in the workplace. The financial consequences could be very detrimental to the company's bottom line. Also, its standing in the community could be tarnished.

deal with the employment issues that revolve around employees with HIV or AIDS. There is recognition that education about this disease is needed to help explain a company's approach or policy and what human rights legislation it falls under; prevent the spread of AIDS; dispel myths about HIV and AIDS; decrease harassment and discrimination in the workplace against people with the disease; and promote work safety by teaching precautionary practices and protocols. A good policy will help supervision meet the needs of management, HIV-infected employees and co-workers. This policy would include: Show compliance with the law. State that your company adheres to the Americans with Disabilities Act and its protections for people with HIV, including acceptable performance standards, non-discrimination and reasonable accommodation. Educate. Policies often contain a component stating that HIV/AIDS is not transmitted through casual contact, and that employees with HIV/AIDS are not a healt!

ork he contacted his new supervisor, Richard Griffin, who informed him that he needed a medical release to return to his job. He also asked Griffin for a transfer to a less volatile environment. These examples prove that the two men were Paul Cronan's supervisors and thus had to be concerned for

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Approximate Word count = 2669
Approximate Pages = 11 (250 words per page double spaced)

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